The trend of “quiet quitting” has gotten a lot of media play and raised a lot of red flags among employers, who fear decreased productivity and lower quality of work. Employees are trying to find the balance between boundary-setting and fulfilling work responsibilities, and most employers agree that reducing stress and burnout are positive goals that should be welcome in the workplace. However, what happens when an employee’s “quiet quitting” comes in the form of a drastic drop in work performance or just plain failure to fulfill their job duties?
Managing performance problems can be difficult for managers, and certainly, low-performing employees can have a negative impact on the business. However, with the right approach, it’s possible to minimize risk and rectify the situation without being forced to make the tough decision to terminate an employee.
In a piece featured on AllBusiness.com, Fortis employment law attorney Leni Plimpton shares three suggestions for how employers can navigate “quiet quitting” in a way that supports both the employer’s and employee’s needs. Click here to read the full article.
